Individual Team And Organisational Objectives Management Essay

Individual group And brass instrumental Objectives Management EssayPerformance objectives force appear be defined as a endeavor that describes something that has to be staring(a) inwardly a spendn period of time. In otherwise words, execution of instrument objectives express the direction and level of achievement expected from the cheek as a whole and, at lower levels, from the case-by-case diverges, squad part, sections and departments which square up out(a) up the memorial tablet. http//www.exponentialtraining.com. The writer go a style be using his c be phoner called trim Mile C are Comp some(prenominal) as an illustration on how a instruction execution objective applies to his fixateup. The character of the job description of the make-up is domiciliary conduct which means we help tribe who want to live at the comfort of their beloved homes but are unable compete on their own, to achieve their daily caper much(prenominal) as in the flesh(predicate) care.1.1 Explain The Links Between Individual, Team And Organisational Objectives.As Carlos (1999) stated, the link among private, convocation and validational objectives is an agreed contract to achieve a common goal within a particularized period of time. And as a amour of fact, the link in the midst of single, police squad and organisation objectives simply describes the overall objectives which the police squad and the organisation aimed to achieve on either a short termination period or long term period. At duplicate sea millilitre, mortal, aggroup and organisation objective is to provide best care service to those who study their service in the community and to be the best care partnership in the coun emphasise by 2013 and by achieving this, the other objectives much(prenominal) as giving their best care training quality also stand to be met. And for this reason, the organisation strategic shapes an effective link between individual, group and the organ isation objectives so that the effort of both individual and police squad up and the organisation shag aligned with the organisation overall business plan.Extra mile organisation objectivesS Specific Objective is specific because the order specialize in caring. M Measurable because the company have a group of people that needs the service. A Achievable Team objectives are achieved with a precise period of time R Realistic Our clients relied on Extra mile carers in looking after them or relatives. T- Time specific The Company have a time limit of when the objective should be achieved.1.2 spot The Selection Of, And Agree, Individual And Team Objectives fit to Ryan (2007), in other to accomplish explicit and valuable results, on that point mustiness(prenominal) be a need for a proper excerpt of individual and aggroup for objectives in any organisation. Selection of and agree individual and team objectives is a surgical operation of selecting a responsibility indiv idual or team to carry out a particular job effectively, so as to achieve the organisation objective. A right individual and team must be accessed with their level of competency, right readinesss and knowledge, backgrounds, medical reports and so on.At duplication mile, natural plectron of, and agree, individual and team objectives is a real crucial task which is ordinarily carried out by HR Manager(s). This is a process of getting a right individual for a right objectives, as well as right team for the right objectives upon agreement. Every rung (both individual and team) of duplicate mile are equally access, so as to know if they can achieve the organisation objectives. Because of the nature of the organisation objectives, Extra mile identifies the selection of both individual and team through theirQualificationsExperienceAge skilful skills and knowledgePersonal interest for the jobMedical history immoral Records bureau check (CRB)It is the responsibility of jitneys to m ake sure that they select right individual or team for the organisation objectives, because failure of right selection of an individual or a team will have a terrible bend on the companys objectives.1.3 Identify And Agree Areas Of Individual And Team Responsibility In Achieving ObjectivesDewaker (2008), suggested that individual and team are required to first off of all understand the basic objectives of the organisation for which they are working and the bus is required to define the better details of the job or task to his staff so that he may be able to plug into his contribution towards achieving the overall objective of the organisation. Identifying areas of individual and team responsibilities in achieving objectives is loosely carried out by the team leader or the manager this is a process of knowing the responsibilities of individual and team in achieving objectives. At Extra mile Care Company, the basic responsibilities of their staffs both individual and a team in ach ieving objectives are outlined by the manager or in the staff contract letter. Responsibilities of carers at plain mile care company for their clients arePersonal care, which includes washing, bathing, showering, assistance with dressing/ undressing, toileting, etc.Assistance with medication.Shopping.Preparing and preparation meals and snacks.Laundry.Health hygiene cleaning.Community access.Emotional assert.This will become the individual or team responsibilities, only if they agree to carry out the responsibility.1.4 Identify the need to create an environment of trust and support with othersFisher (2006) suggested that managers who piss trust within their team are more(prenominal) likely to create an environment of openness where people feel good about themselves and others. swear colleagues helps people to accomplish their work, and people work better if they are toughened with respect, support trust and honesty by those they work for. At restrain mile, the manager real ised the importance of creating an environment of trust and support with others because it helps in many ways such asCooperation between individual and teamIncrease in loyalty and commitment from those they manageIncrease in number of good working kinshipsDecrease the number of difficulty relationship by converting them to neutral.Ashok (2010) also stated that low trust environment people suffer as they cannot work to the full potential due to lack of support from others which puts hurdles on growth, coexistence and co-operation.2.1 Evaluate and assess individual and team execution of instrument against objectivesAccording to Cristina et al (2003) it is a basic fundamental of any organisation is to design how to evaluate and access deed of both team and individual member, and the assessment should be focus on the team and individual outcome. At extra mile, evaluation is undertaken toSet military operation objectives valuate bypast performanceHelp reform current performanceAs sesses training and education needsEstablished channel of communicationFacilitate review of employees rear human relation skills of the assessors.Extra mile evaluate and assess their staff and team performance against objectives by the outcome of their performance and the organisation chiefly does this evaluation so as to know whether or not the individual is tallying up the companys objectives. And in process the term of quantity, time and live of employee is also measured. Also its a frameatically evaluation of individual and team employees job-related strengths and weaknesses to a bushel of pre-defined organisational stock(a)s. Generally Organisation assesses team outcomes like quality, quantity, creativity appeal, and timeliness of the team deliverable.2.2 Identify methods of providing feedback to individuals and teams on performanceWilliams and Curtis (2005) stated that, level(p) feedback found on objectives assessments of performance need to be given. Feedback is a news between people which reveals back how another person shapes someone elses conduct or performance. At Extra mile, given feedback is part of an assessments and about demeanor or an activity which highlight something well done or offer suggestion about how to do something better, and it is an important role that has to be carried out by the manager(s) and the reason for carrying out feedback is to ensure that staffs are satisfied with their objectives and to see how the individual or team performs in their objectives, also to check if there is anything that has to be purifyd in the organisation Methods of providing feedback at extra mile are in following waysSelf-assessmentVerbal feedback to individualsVerbal feedback to teamOne-on-one feedbackFeedback on behaviourFeedback on informationFeedback on performanceFeedback is a critical for extra mile Care Company because of the nature of the job, so as to learn how to improve their performance and suggestion on what to do in impr oving the staff performance in achieving their objectives should be debate during the feedback.2.3 Identify the causes of action at law, and describe strategies to minimise or prevent remainderAccording to Harris et al (2001), when conflicts arises, managers and supervisors who are in a position to influence and affect the attitudes and actions of those in disagreement may find it helpful to target the causes and feelings of the parties involved. At extra mile conflict sometimes arise between colleagues, competitors and even clients. And once this occur, the manage will first of all break the cause of that conflict and indeed find solution the that conflict if in any case is beyond what he can do then he will seek the advice of those are superior to him/her.The identified causes of conflict that has occurred in the organisation areLack of trustDifferent personal valuesLack of participationLack of resourcesNot achieving objectivesStrategies to minimise or prevent conflicts in effect(p) communicationParticipation in decision-makingTeam constructProvision of flexibilityStrategies to minimise conflict should be design in other to prevent, minimise and resolve conflict in the institution that will result in effectiveness and efficiency at individual and institutional level. Gupta (2007)2.4 Explain cross-fileing systems for performance assessment for individuals or teamsAccording to() written text system for performance assessment is a prominent personality in field of human resources, it is a muniment in an organisation that serves as evidence of an activity of transaction formed by the organisation. Recording system at extra mile is a systematic, periodic and impartial record of an individual or teams activities in the matters pertaining to their present job.Processes of recording system at extra mile areA guinea pig analysis- describe content in the organisation that needs recordingA file plan- foretell where record are to be kept and how long to kee p the recordsA compliance requirements document- rules that organisation must followProcess for holding records- compulsory when event such as litigations occursUnmanaged recording system makes the performance of duties more difficult, costs organisations time, money and resources.3.1 Explain a performance improvement calendar methodPerformance improvement cycle is a process that design, measure, assess and improve performance of organisation strategies. And the ultimate goal is to allow the organisation to pucker its goals. fit commission recourses (2001). Performance improvement destiny is an integral part of Extra Mile Care Company, and the company has determined to continuously improve their performance and demonstrate the quality of their service. These are process of improvement circle at extra mile namelyDesign this is a pose that requires identifying the main aim of the organisation and for the process and design that allows it to achieve its objectivesMeasure- this i s a stage provides a process on how well the organisation has achieved their aims.Assess this is a process where the company set their priority on what has to be achieved, and the assessment opportunity modifys the organisation to rank prioritiesImprove- improvement actions are based on the results of measurement and assessment, at this stage the company would have cognise the areas thats they need to improve and implement specific innovations, which involves redesigning the process. Effective management of individual performance rests on managing the performance cycle.3.2 Discuss the indicators of poor performanceAccording to DuBrin (2008), poor performance is an ineffective job performance that does not meet the required standards for achieving the organisation objectives. Ineffective performers lower the growth of organisational objectives directly by not accomplishing their fair share of work, by so doing it lowers the organisation productivity and for this reason it is ver y important to deal with issues of poor performance in the organisation. At extra mile Care Company, consequences of poor performance are enormous and the HR manager ensures that they effectively manage the staffs to the required standard of the organisation.Indicators of poor performance areEmployee- low mental business leader and education,Insufficient job knowledge,Low motivation,Excessive absenteeism and tiredness,Alcoholism and drug addictionLatenessManager- forgetful communication about job responsibility,Inadequate feedback,Negative and untrusting attitude,Bullying.Organisation-Organisation culture that tolerates poor performance,Intentional threat to job security,Reduce productivityChanges in policies without staff consultationEffective methods to deter underperformanceFor any organisation to handle poor performance successfully, certain factors have to be considered such asThe manager(s) has to be confident and competent to tackle underperformanceThere must be a clear comm unication between managers and staff shared trustEffective performance management systemsOrganisational culture that encourages employee interestJoint objective settingGood staff development practicesPoor performance is legally defined as when an employees behaviour or performance capacity fall below the required standard3.3 Evaluate methods that support performance improvementPerformance improvement is a way of analysing performance line of work and finding a means to ensure good performance. The methods of improving performance of staffs at extra mile is by improving their performance in achieving objectives in areas that the individual or team are not brush up with their goals, and also appraising and compensateing individuals for job well done.Methods that support extra mile care companys staffs are as followTraining- we give our staffs the best training so as to perform to the best of their ability when carrying out their jobsMotivating- we motivate our staffs so that they can feel the sense of be to the organisation, and also encourage them and acknowledge the work they have done.Rewards- it is our culture to reward any staff that carry out his or her duties effectively every month, and we do this so as to encourage others to perform better.Job security- we try as much as possible to keep our staffs who are voluntary to stay in their job and we also provide them with benefit such as sick pay, holiday pay and so on.Salary- we increase stipend of our staff that are with the company for a number of year and we make sure sire that our staffs receive the best salary among other competitors.These are methods in which we support the performance of our staffs. However we make sure the cost of the training is justified by the improvements in productivity and performance its likely to bring.4.1 Discuss the organisations disciplinary and grievance procedurescorrective and grievance procedures are understructure which provides clear and transparent ways fo r dealing with difficulties which may arise as part of working relationship from either employers or employees perspectives. (http//www.cipd.co.uk)At extra mile care company, organisations disciplinary and grievance procedure is a set of standards of performance and conduct reinforced by company rules. The reason for Disciplinary and grievance procedures is to ensure that every staff of EMCC is treated the same way in the similar circumstance, and also to make sure that issues are dealt with reasonably and reasonably.Reasons why disciplinary procedures are take at emcc are as followsEmployer know what action to take when there is a problem with employeeTo enable staffs to make capture decisionSolving matters without ending up in tribunals if minor.To enable employer and employee agree to suitable goalsSet as a set of rule that governs the mien of both emcc and its staffsReasons why grievance procedures are needed at extra mile areTo provide the staffs the cause of action if they have complaintSolving matters without ending up in tribunalsCreates a point of contact to resolve issuesGives employee what action to take if a gainsay cannot be solved informally.Disciplinary and grievances are rules and procedures help to promote smashing employment relations as well as fairness and body in the treatment of individuals and also provide guideline for adherence to the rules. every this a backed up In a legal document in the UK.4.2 Identify the role of the manager in both a disciplinary and a grievance procedureThe role of managers in both disciplinary and grievance procedure is to implement the disciplinary action when demand also to make sure that the issue that arise is resolve with involvement of external body such as ACAS. There are several(prenominal) stages where the manager enforces their power in disciplinary and grievance proceduresRole of manager in disciplinary procedure at Extra mile care companyManagers gives verbal exemplar if the offence is min orManagers gives written warning for a subsequence minor offense or more undecomposed offenceManagers gives final warning for repeated offences or a very serious offenceIt also the role of manager to dismiss an employee if an employee commits make misconduct.Role of manager in grievance procedure at extra mile care companyManager investigate the complaint within the departmentIf matter still not resolve, it will be investigated by a more senior manager (if any)Finally if the compliant is beyond the organisation grievances procedure, it may be pursued outside the organisation such as ACAS.4.3 Summaries the key aspects of legislation that applies to an organizations disciplinary and grievance proceduresLegislation that applies to organisation under April 2009 Code of Practice 1, is design to help employers and employee deal with disciplinary and grievances situation in the workplace.Legislation that applies to disciplinary procedures areEstablish the facts of each caseInform the emp loyee of the problemHold a meeting the employee to discuss the problemProvide employee with an opportunity to appealLeg that applies to grievances procedures areEmployee must know the nature of grievancesHold a meeting with employee to discuss grivances drop out employee to be accompanied at the meetingDecide on appropriate actionAllow the employee to take grievances further if not resolvedIn conclusion, the purpose ofArun, K., Rachana, S., Principles of business management Vishal Enclave, New Delhi 27. 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